Leadership, Management, and Organizational Analysis of Tesco (Report)

This report provides a comprehensive analysis of Tesco, a leading retail company, focusing on its leadership styles, management practices, and organizational culture. It explores Tesco's vision, including its strategic goals and aspirations for long-term success, and examines various leadership approaches such as autocratic, democratic, and strategic leadership. The report delves into management practices like team commitment and employee rewards, as well as the influence of organizational culture, including clan, adhocracy, market, and hierarchy cultures, on business functions and strategies. Furthermore, it evaluates the impact of different leadership and management styles on employee performance and business outcomes. The report concludes with recommendations for improvements in leadership, management practices, and strategic approaches, suggesting the adoption of Laissez-Faire and coaching leadership styles, and emphasizes the importance of human-centered management practices to foster employee productivity and drive business growth.

Assignment 2

Table of Contents
INTRODUCTION...........................................................................................................................1
Summary of Tesco...........................................................................................................................1
LO3..................................................................................................................................................1
Leadership style, management and development of people........................................................1
LO4..................................................................................................................................................4
Appropriate policies and strategies in the changing environment...............................................4
LO5..................................................................................................................................................5
Design and development of organization....................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Leadership refer to set the new direction or vision for the company that is being followed
by the others, and they give the new direction to the company at the same management control
the people and directs them according to the strategies and principles that is being established for
them. Tesco is the leading company in the retail sector deals in grocery and general merchandise
they are having more than 6800 shops in several locations. This report explains the vision of the
company, their different styles of leadership, management practices and the theories of
organizational culture.
Summary of Tesco
Tesco is the biggest and one of the most profitable supermarket chain in the Britain by far
it is one of the largest grocery as well as the commercial store in the world wide in both the
terms that is in number of stores and or in terms of yearly income. This is primarily based in the
UK having the stores in the dozens in both the region that is Europe and Asia and always plans
to expanding the business. The first store was market stall in Cohen in 1910. From that time it
was started and now they have done the growth globally having their presence globally and now
they are continuing in bringing the diversified products in their store that involves the selling of
bio products at the same they advocate the healthy life style. It is being successful in the
European countries specially in the Eastern bloc countries such as Poland, Hungary etc.
LO3
Leadership style, management and development of people
As Tesco is one of the biggest company in retail sector and having the recognition
globally for this they must have set the vision for the company that they want to see it in the
future, at the same they also set the leadership style so that they lead the others and make them
influence to do the work and follow the management practices making the work organized as
well as they are having the organizational culture that is being followed by the organization
(Hallinger and Chen, 2015).
Vision of Tesco
Vision of the Tesco is to aspire the long term success of the company, for the long term success
it is very important for the business to make the vision even if the strategies and practices of the
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organization changes constantly (Oplatka and Arar, 2017). Core vision of the Tesco is to make
the strategies for the business to adapt in the changing world. Vision is the view of aspiration
about the business where it wants to be.
They want to lead the world and needed their presence globally.
Focus on the growth of the business as well as having full of opportunities.
Make the innovation with full of innovative ideas.
Show their skills globally.
Vision is to inspire others, earn the trust and gain the loyalty from consumers, society and the
community.
Style In Leadership
As Tesco is customer oriented that always aims to offer the products that gives the value for the
money to its clients and tries to give the high quality service. For this they aim to maintain the
quality of leadership in the organization. They knew that leaders are the persons that influence,
motivates and inspire the people.
Autocratic leadership style
This style gives the full authority to the leaders of Tesco that they can make the decisions
without taking the consultation to any of its subordinates and team members. They take all the
crucial call related to company than they communicate it to the members of team and expect it
from the employees that they work on the given instruction.
Democratic leadership style
This style is participative in nature as in these decisions are being made in the team and
each of team member will take the initiative. It is suitable for the organization like Tesco as they
are having the skilled and experienced employees and in this flow of communication is upward
to downward approach. Such as if the Tesco is doing the planning for the reduction of stock and
encourage to the managers to present their ideas and make the plan (Shelley, 2015). This lead to
increase motivation and also motivate the employees for creativity.
Strategic leadership style
It is the potential and capability of the leaders to express their vision to the team and
make them motivate to pursue their vision with the help of strategies and tools this is followed
by the leaders of Tesco when they have to make the strategies in situations.
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Management practices
This practices are followed by the Tesco to improve the productivity of the employees to attain
the goals of the organization.
Stay committed
Members of the team does not trust each other than the management need to devote the
lot of time in avoiding the conflict rather than focusing on the working to find the common
ground. Perpetual ambiguity leads to fail in achieving the goals and strategies. To stay
committed in team initiative creates the atmosphere where the conflicts were always welcome
but not the fear as different perspective leads to attain the goal (Hallinger and Chen, 2015).
Reward the efforts
Every employee want that their work, efforts and achievements is to be recognized and
must be valued. It is the obvious point that business management training make the positive
impact of appreciation. It is important for the management of Tesco to give the rewards to
employees in terms of bonus, movie tickets, shopping vouchers etc. Reward can be given in
monetary and non monetary form.
Organization culture
Organisation culture follow the values and behaviour that will do the contribution in the social as
well as to Psychological environment of business. It affects the way of interacting the people in
the group with each other, clients and to the stakeholders (Shelley, 2015). Four types of
organization culture are:
Clan Culture
In this culture the environment of the organization is friendly and the employees were
treat as a family. The leaders were seen as mentor or the father. Company emphasize on the long
term bonds among the colleagues.
Adhocracy Culture
This is creative working environment employees were always ready to take the risk and
leaders are also innovative as well risk takers. Their goal is to create the new success for the
business and available the new products and services in the market.
Market Culture
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This culture pitch on finishing the work and getting the things done. In this penetration to
the market and stock are the ultimate success for this business (Katou, 2015).
Hierarchy Culture
This Culture is suitable for the Tesco as it is formulated for the structured work
environment, procedures have to follow. Leaders were proud as due to their efficiency based
coordination. It is very important to keep the environment smooth in the company.
LO4
Appropriate policies and strategies in the changing environment
The ways through which the culture and the management styles influence the functions of
the business and strategies. The ways through which the organization culture influence the
functions and strategies of Tesco as the culture impacts how the employees can be best managed
as per the values and priorities. Culture can influence the business as it will impact on the
performance of the employees and increase the motivation so that they can effectively manage
the bushiness function as the employees work hard for attaining the business goal by following
the clan culture they will be considered as the part of the corporate culture(Chin, 2015). Different
culture followed by the one company impact the performance of employees for example if the
company maintain the reserve that is “talk when necessary” culture employee work according to
that and if the sales team allows to be outspoken as well socially active than the company may
have the experience of rivalries, thus the culture may affect the performance of the employees
that are deploying in the company. Thus it will impact the function of the business and its
strategies (Hallinger and Chen, 2015).
It is very true that the business can grow when the staff of the company are well managed
in terms of understanding their role in business and feels motivated some effective management
styles that influence the functions and strategies of the business as Coercive style emphasis on
the compliance from the employees and this style is being rule by the fear and did not take any
arguments this type of leader will demotivate to employees and this will impact on the
productivity of the employees but on the other hand as the democratic style of leadership trust on
the group and believes in generating the new ideas so by adopting this style it will impact in the
high performance of the team as well as give the new and innovative ideas that helps in
achieving the goal and they also take consideration of the strategies made by the management. It
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works well when the company has to work for its long term strategies. Coaching style of
leadership helps in making the business function and as well as it do the contribution in the
professional growth of the employees and it will work good in the strategic planning (Fausing
and et.al., 2015).
LO5
Design and development of organization
Recommendations for the improvement in the leadership style, management practices
and the other strategies that is being taken into practices for the betterment of Tesco. For the
Tesco Laissez-Faire leadership is being considered as the effective style of leadership specially
in the context of conflict management situations as the managers used for avoidance of conflicts
to evade the challenging issues in the retail sector. It is very effective in the avoidance of conflict
management and at the same leaders also choose the right strategies and it should be beneficial
for both the sides so the company can attain its goal effectively. Coaching leadership style is also
recommended as the effective leadership style for the Tesco in this the leaders of Tesco were like
the coaches or the mentors that involves in coaching and supervising the members of team it will
boost the motivation of employees, increase their performance skills, grooming and that increase
the productivity of employees and give the synergic gain to the company (Chin, 2015). Different
management practices that is recommended or suggested is to follow the human relation theories
as now the big companies are more human centred and always believes in the capacity of the
individual that they act as an autonomously and the management always bring out the potential
of the people that they employed. If they understand the need of employed than the employees
also become more productive towards their work as well as aimed for the profit. The
management always work for striving the business to grow as much as they can. The company is
already established now they have the prospect to lead it in the international market by following
this management practice it helps in escalating the growth of the company by making the
employees effective and motivated.
CONCLUSION
From the above report it is being summarized that this report contains the vision of Tesco
about vision of the organization where they want to stand in the future including the different
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leadership style that includes the democratic leadership, autocratic leadership and strategic
leadership style and explains the different management practices as well as explain the for types
of organizational culture that includes the Clan culture, Adhocracy culture, Market culture and
Hierarchical Culture. This report also analyse the culture and management style influence the
business function and its strategies and in the last it also recommends the improvements that can
help in the improvement of the company.
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REFERENCES
Books and Journals
Chin, R.J., 2015. Examining teamwork and leadership in the fields of public administration,
leadership, and management. Team Performance Management: An International
Journal. 21(3/4). pp.199-216.
Fausing, M.S and et.al., 2015. Antecedents of shared leadership: empowering leadership and
interdependence. Leadership & Organization Development Journal. 36(3). pp.271-291.
Hallinger, P. and Chen, J., 2015. Review of research on educational leadership and management
in Asia: A comparative analysis of research topics and methods, 1995–2012. Educational
Management Administration & Leadership. 43(1). pp.5-27.
Katou, A.A., 2015. Transformational leadership and organisational performance: Three serially
mediating mechanisms. Employee Relations. 37(3). pp.329-353.
Oplatka, I. and Arar, K., 2017. The research on educational leadership and management in the
Arab world since the 1990s: A systematic review. Review of Education. 5(3). pp.267-307.
Shelley, A.W., 2015. Project management and leadership education facilitated as
projects. International Journal of Managing Projects in Business. 8(3). pp.478-490.
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